Recruitment and selection framework: A study on General Pharmaceutical’s talent acquisition process

Abstract

This report aims to critically examine the recruitment and selection process of General pharmaceuticals Ltd. (GPL), one of the biggest corporate houses in the health sector of Bangladesh in order to highlight the strengths and weaknesses and to provide some recommendations for improvement. The study employs a mixed-methods approach, combining qualitative data from interviews with human resources personnel, hiring managers, and current workers, and GPL employees. Results suggest that GPL's recruitment and selection framework is well structured and comprehensive at a conceptual level with defined stages and standardized protocols. General Pharmaceuticals Ltd. (GPL) has a significant place in the pharmaceutical industry where creativity, accuracy, and talent are very important. The aspect of the GPL, which we have analyzed above, relates to the management of recruitment and selection, and depicts an array of commitment to meeting high standards. The step by-step nature and well-defined process within each phase shows an intentional approach to finding and onboarding the highest fit candidates in the company. Notably, GPL is dedicated to establishing a positive employer brand and using its name to attract a wider range of qualified talent. However, there are some shortcomings which has been identified, such as lack in transparency, over dependence on traditional assessment methods, and limited integration of D&I initiatives. It is also clear that we can do better to ensure our values of innovation and creativity are reflected in our recruitment processes, and that those who are recruited have lived these values as well. These suggestions in this analysis are not only aimed at rectifying these shortcomings but taking GPL's recruitment and selection practices to the next level: a holistic, effective and value-driven paradigm. Implementing open discussions, diverse methods of assessment, diversity and inclusion being more considered and a process of alignment with culture will only add to GPL attracting and keeping the very best of talent. Such a change in strategy is expected to contribute significantly to GPL's growth path and competitiveness in the pharmaceutical domain. The study concludes that, notwithstanding a robust recruitment and selection process, GPL can enhance its strategic processes related to recruitment and selection to develop a competitive edge in attracting premium talent and therefore contribute to long-term organizational success.